Introduction What defines a safe place to work? How to show up as leaders How to show up as managers Introduction What defines a safe place to work? How to show up as leaders How to show up as managers Nurturing a culture of care Nurturing a culture of care “ I personally believe in bringing your whole self to work and being open and transparent, even vulnerable.” — Rana el Kaliouby, co-founder and CEO, Affectiva Together, leaders and managers Create a sense of belonging Translate team rituals and Reflect on the level of informality Continually assess how can establish the ongoing habits through proactive, tailored, replace the water cooler that comes with remote work. unconscious bias manifests that will make a cohesive, consistent communications moments. Losing face-to-face We’ve all experienced a new level in the remote environment. resilient team of all colleagues, from managers. Remote interactions and impromptu of humanity that appeared on Managers must pay close atten- regardless of location. Be mind- workers require greater effort conversations can affect the Zoom screens when a co-worker’s tion to any indication of bias ful of the little things that go a on the manager’s part towards nature of social interactions. toddler or dog stopped by to they may be exhibiting by not long way to show people they are making sure they feel like they New interpretations of old greet the team. Moving forwards, treating in-office employees valuable teammates, and ensure are part of the company and rituals help keep employees take the time to understand and remote employees equally. that they feel connected to the they belong. Establishing the engaged in a more personal whether this level of informality They should also pay attention whole. No matter what your right channels for communicat- way. Time at the start of every works when some employees to the behaviours of team policies can support for where ing information as well as meeting can be used for informal are back in the office. It may be members. Some companies, the workplace is, resilience is checking in can help make conversations and check-ins a new part of your culture you such as Microsoft, include more about how people feel when employees feel more connected. with team members. Special want to keep. scenarios with remote workers they work together than it is groups or communities can in their unconscious bias train- about where they work together. encourage peer-to-peer interac- ing. However you approach it, tions. Dedicated chat channels your employees will feel how for personal areas of interest can much you care to get it right. fill the gap for the water cooler. Leading the workforce 14